It includes an unlimited check of the Federal criminal records repositories in the states where the applicant has lived for the past 7 years.
It also includes a check of any needed state and county criminal records checks as well as a social security number address history trace, a multi-state criminal records database search and a check of of the sex offender registry in all 50 states.
It is the criminal records background check now chosen by most of our clients.
Use Of Social Media in Pre-Employment Screening In New Hampshire:
Employers cannot require prospective or current employees to disclose their username, password or other login information for personal social media accounts (2014).
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We provide employment screening and background check services for businesses in Keene, Manchester and other New Hampshire cities.
New Hampshire state wide criminal records are not recommended as the sole source of criminal records as many counties in New Hampshire do not report or are extremely slow in reporting arrest records.
In New Hampshire a county criminal background check should be requested an all counties of residence in order to have the most complete and up to date background check information.
A complete address history can usually be obtained from a social security number trace which will provide all addresses associated with a particular social security number for the past 10 years.
New Hampshire employment screening law: New Hampshire (Enacted August 29, 1971) HRS 359-B: 5
New Hampshire restricts vendor reporting of criminal conviction information to seven years: However New Hampshire waives the time limit if the applicant is reasonably expected make more than $20,000 per year.
New Hampshire employment screening law: Giving Employment references In New Hampshire
Apparently, New Hampshire employment screening law does not provide specific protection to employers as it relates to supplying references concerning past employment.
It would seem that previous employers may provide any non-confidential information about a previous employee, so long as it’s true and isn’t provided to maliciously harm the employee.
An employer who provides false information that disparages the employee may be liable for defamation.
Lacking specific protection by state law, In order to avoid potential liability, many employers often refuse to comment on a past employee’s job performance and confirm only minimal information such as dates of hire and separation, plus wage or salary information.
This practice, however, leaves employers between the proverbial “Rock and a Hard Place” as they may find themselves the target of a lawsuit from a subsequent employer for failing to disclose a potentially dangerous employee.